Employee Testing and Selection

Why Careful Selection is Important Human Resources Management 12e Gary Dessler Why Careful Selection is Important Organizational performance Costs of recruiting and hiring The Importance of Selecting the Right Employees Legal obligations and liability Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

How Do Employers Use Tests at Work? Human Resources Management 12e Gary Dessler How Do Employers Use Tests at Work? Major Types of Tests Basic skills tests Job skills tests Psychological tests Why Use Testing? Increased work demands = more testing Screen out bad or dishonest employees Reduce turnover by personality profiling Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–3

Computerized and Online Testing Human Resources Management 12e Gary Dessler Computerized and Online Testing Online tests Telephone prescreening Offline computer tests Virtual “inbox” tests Online problem-solving tests Types of Tests Specialized work sample tests Numerical ability tests Reading comprehension tests Clerical comparing and checking tests Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

Human Resources Management 12e Gary Dessler Types of Tests Cognitive abilities Motor and physical abilities Personality and interests What Different Tests Measure Current achievement Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall

Human Resources Management 12e Gary Dessler The “Big Five” Extraversion Emotional stability/ Neuroticism Agreeableness Openness to experience Conscientiousness Industrial psychologists often focus on the “big five” personality dimensions: extraversion, emotional stability/neuroticism, agreeableness, conscientiousness, and openness to experience. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–6 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–6

Work Samples and Simulations Human Resources Management 12e Gary Dessler Work Samples and Simulations Work samples Management assessment centers Video-based situational testing Measuring Work Performance Directly Miniature job training and evaluation With work samples, examinees are presented with situations representative of the job for which they’re applying, and are evaluated on their responses. Experts consider these (and simulations, like the assessment centers we also discuss in this section) to be tests. However, they differ from most test forms, because they measure job performance directly. With work samples, examinees are presented with situations representative of the job for which they’re applying, and are evaluated on their responses. Experts consider these (and simulations, like the assessment centers we also discuss in this section) to be tests. However, they differ from most test forms, because they measure job performance directly. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–7

Background Investigations and Other Selection Methods Human Resources Management 12e Gary Dessler Background Investigations and Other Selection Methods Investigations and Checks Reference checks Background employment checks Criminal records Driving records Credit checks Why? To verify factual information provided by applicants To uncover damaging information To avoid negligent hiring mistakes, employers must check the candidate’s background thoroughly. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–8

Background Investigations and Reference Checks Human Resources Management 12e Gary Dessler Background Investigations and Reference Checks Former Employers Current Supervisors Written References Social Networking Sites Commercial Credit Rating Companies Sources of Information Most employers check and verify the job applicant’s background information and references. Commonly verified data include legal eligibility for employment (in compliance with immigration laws), dates of prior employment, military service (including discharge status), education, identification (including date of birth and address to confirm identity), county criminal records (current residence, last residence), motor vehicle record, credit, licensing verification, Social Security number, and reference check. Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–9 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 6–9